evidence & practice / revalidation
Revalidation support
All NMC registered nurses and midwives in
the UK must undertake revalidation every
three years. See: revalidation.nmc.org.uk
Requirements include:
»» Demonstrating 450 practice hours in
the previous three years.
»» 35 hours of CPD activity.
»» Five pieces of practice-related feedback.
»» Five written reflective accounts.
You can use the CPD articles in Nursing
Standard, or the resources on RCNi Learning,
as part of your required CPD hours and
to prompt your own reflective accounts.
Examples of reflective accounts and
practice-related feedback can be found at:
rcni.com/nursing-standard/revalidation
The RCNi Portfolio can help you prepare
effectively and organise your revalidation
evidence: rcni.com/portfolio
Share your own reflective
account for revalidation
Read a Nursing Standard CPD article
and write a reflective account for your
revalidation. Use the NMC reflective
account form at: revalidation.nmc.
org.uk/download-resources/forms-
and-templates
Complete the four questions
about the CPD article you have
read, writing about 700 words in
total. Details of how to submit your
reflective account are available at:
rcni.com/reflective-account
This reflective account is based on NS907
Fischer SA (2017) Developing nurses’
transformational leadership skills.
Nursing Standard. 31, 51, 54-61.
rcni.com/transformational-leadership
£50
The authors of reflective
accounts that are published
in Nursing Standard receive
a £50 book token
64 / 24 January 2018 / volume 32 number 22
REFLECTIVE ACCOUNT
Leadership
styles
A CPD article improved Anita Skinner’s
knowledge of how transformational
leadership can improve staff
development and patient care
What was the nature of the CPD activity,
practice-related feedback and/or event
and/or experience in your practice?
The article examined the concept of
transformational leadership and
discussed its potential to improve
healthcare organisations by engaging
and empowering staff.
What did you learn from the CPD activity,
feedback and/or event and/or experience
in your practice?
The article described several leadership
styles that nurses might use, such as
transactional, transformational and
laissez-faire approaches.
In the past, I have used the laissez-faire
leadership style, which is characterised by a
passive and ‘hands-off’ approach. However,
I learned that while it is initially regarded
as empowering, this style can lead to low
productivity, with managers expecting staff
to solve issues without guidance or support.
iStock
In my experience, this type
of leadership is not effective
in healthcare settings, where
the nature of the work often
requires leaders to provide a
positive example. The article
emphasised that leading
by example will inspire
colleagues to behave in
a similar manner.
The article described
essential competencies for
transformational leaders,
including emotional
intelligence, communication,
collaboration, coaching
and mentoring. It also
outlined four elements of
transformational leadership:
idealised influence;
inspirational motivation;
intellectual stimulation; and
individualised consideration.
How did you change or
improve your practice?
The article was relevant
to my role as a nurse and
manager in a care home.
After reading the article, I
realised that it was necessary
for me to change my
leadership style from laissez-
faire to transformational.
To make this change, I
emphasised the importance
nursingstandard.com

of competencies such as
effective communication
to staff, and introduced
a ‘suggestion box’ for
employees and residents.
Staff began to make
suggestions for improving
the management of the care
home. I also gained the
respect of staff who had
previously been unwilling
to engage in such activities.
Reading the article
enabled me to reflect on
my ability to engage with
others and gave me the
confidence to change my
leadership style. This has
enabled me to provide more
effective support to staff
and improve patient care.
How is this relevant to
the Code?
Select one or more themes:
Prioritise people, Practise
effectively, Preserve safety,
Promote professionalism
and trust
The article relates to the
theme of promoting
professionalism and trust,
which asserts that nurses
should be a model of
integrity and leadership for
others to aspire to. This
theme also states that nurses
must provide leadership
to make sure people’s
well-being is protected and
to improve their experience
of healthcare.
The article outlined how
transformational leadership
can assist nurses to improve
healthcare outcomes
and patient safety, by
enhancing staff engagement,
teamwork, communication
and organisational culture.
Anita Skinner is a nurse and
manager at Discovery Care, Kent
nursingstandard.com
PRACTICE-RELATED FEEDBACK
Home-from-home care made
us feel part of the family
Mel Briston describes the exceptional care given to her son at
a home from home for children with complex needs
Ryley was a healthy, sporty 14 year
old when he suddenly collapsed
at home. He had sustained a
severe brain injury. On transfer to
Sunflowers Care he was unable to
walk, talk, or do anything for himself.
He had been in Addenbrooke’s
Hospital in Cambridge for three
months and specialists felt he
would benefit from being in a
more homely environment while
waiting for a place in intensive
rehabilitation. He was unable to
return home because our house
needing many adaptations for him.
I valued the outstanding level of
care that all the Sunflowers staff
gave Ryley. He settled extremely
well, loved everyone in
the superb team and
made steady progress.
Karen Higgins and
Lucy Andrews were
amazing and super-efficient,
setting up therapies and equipment
Ryley needed. They really did go
above and beyond, giving support
not only to Ryley but also to me and
the rest of the family.
They made many personal
touches in the home. Ryley is an
avid Liverpool fan so they put logos
in his room and in the lift. The staff
created a typical teenage boy’s
bedroom for him and let us put up
posters and photos.
Once he was settled, I felt
confident leaving at weekends to
spend time with my other son, who
was preparing to start secondary
school. This made such a
difference, as I had not been home
for more than three months.
volume 32 number 22 / 24 January 2018 / 65
Revalidation
Find out more at:
revalidation.nursingstandard.com
Tim George
Clinical directors Karen Higgins (left)
and Lucy Andrews at Sunflowers Care
I would not have felt able to
leave Ryley alone in hospital. I
was apprehensive, but the staff at
Sunflowers reassured me I could
phone at any time, day or night –
we were even able to phone Ryley
using a video app. Nothing was
ever too much trouble.
I stayed with Ryley
most of the time and
felt comfortable with
the team. We had many
laughs with them. Sunflowers staff
are like one big caring, loving family
and they made us all feel part of it.
Karen and Lucy are just what
nurses should be like. Sunflowers
is a really special place. Ryley’s
face says it all – whenever it is
mentioned his face lights up with a
beaming smile.
Sunflowers Care was a finalist in the RCNi
Nurse Awards 2017. To enter this year go to
nurseawards.co.uk
Practice-related feedback can come
from a variety of sources including
patients/service users, colleagues and
management. For more details go to
rcni.com/practice-related-feedback
Send examples to: sarah.lydall@rcni.com
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